The Metiss Group Blog

Before he was famous, Leonardo da Vinci in 1482, at the age of 30, wrote out a letter listing his capabilities and sent it off to the Duke of Milan in hopes of getting a job.  He is credited with submitting the first resume. In a recent Harris Poll on

Succession begins with documenting key aspects of HOW critical components of a position are done. However many leaders feel guilty asking a direct report to do this for fear it sounds like “I’m getting ready to fire you, so I need to know what you do and how you do

Leaders who are about to hire a candidate that seems perfect – the hard skills are ideal, they are smart, great soft skills, flawless cultural fit – should be prepared, they will likely be disappointed.  The fact is there is no unblemished candidate – we all have faults.  The key

In his book “The Five Dysfunctions of a Team,” Patrick Lencioni suggests trust is the basic foundation for a high performing team.  Teams cannot engage in healthy conflict, commit to each other, hold each other accountable, or achieve sustainable results with an absence of trust. So how does a team

One of the mistakes leaders make in giving feedback is delivering feedback in the same fashion for every direct report.  Just as a parent knows the proper way to connect with each of their children, a leader can improve their feedback by tailoring the message to the direct report’s personality